CITY OF SAN MATEO
RESOLUTION NO. ____ (2025)
APPROVING AMENDMENTS TO THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SAN MATEO AND THE SAN MATEO MANGEMENT EMPLOYEES’ ASSOCIATION
WHEREAS, the amendments are related to salary, term, other pays and miscellaneous language changes relating to departmental operations, and language clarity for the unit; and WHEREAS, the parties have negotiated in good faith, and have reached tentative agreement to amend the San Mateo Management Employees’ Association (“SMMEA”) MOU; and
WHEREAS, the SMMEA membership has ratified the Tentative Agreement; and
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SAN MATEO, CALIFORNIA, HEREBY RESOLVES that:
1. This Tentative Agreement is not subject to CEQA because it will not cause a physical change in the environment. (CEQA Guidelines Section 15378(b)(4).)
2. The amendments to the Memorandum of Understanding for the SMMEA, set forth in the Tentative Agreements attached as Exhibit A.
Exhibit A
Summary of Tentative Agreements:
Compensation: Effective April 13, 2025- three percent {3%) cost-of-living adjustments {COLA), an across-the-board two percent {2%) equity adjustment, and additional equity adjustments for the following classifications:
• Community Services Section Manager
• Waste Water Treatment Plant Maintenance Superintendent • Waste Water Treatment Plant Manager
• Waste Water Treatment Plant Operations Superintendent Waste Water Treatment Plant Shift Supervisor ' •
Effective April 12, 2026- three percent {3%) COLA and an across-the- board one percent {1%) equity adjustment.
Effective April 11, 2027- three percent (3%) COLA.
Professional Dues: Reimburse employees for the cost of one professional license or certification required for their job classification in addition to the membership dues for one professional organization.
Safety Shoe Increase reimbursement from $200 to $250 for one pair of safety shoes Allowance every two years, and add additional classifications.
Trade Shifts Provide non-exempt Dispatch Supervisors the ability to trade shifts amongst themselves.
Retirement Health Align the provisions related to this section with the annual side letter the Savings Account association submits to the City each calendar year. The side letter (RHSA) language changes annually, so this clarifies how leave balances will be contributed to an employee's RHSA upon retirement each year.
Other There are language changes to update, clarify, and/or comply with federal and state laws.
All Tentative Agreements will follow on the next page.
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MEMORANDUM OF UNDERSTANDING NEGOTIATIONS
BETWEEN
SAN MATEO MANAGEMENT EMPLOYEES’ASSOCIATION
AND
THE CITY OF SAN MATEO
SMMEA PROPOSAL #2 COMPENSATION INCREASES
TENTATIVE AGREEMENTS
MARCH 28, 2025
MOU SECTION: 7.4 Compensation Increases During the Term of this Agreement
LANGUAGE:
7.4 Compensation Increases During the Term of this Agreement
Effective April 13, 2025, or the first full pay period following Council adoption of this agreement, whichever is later, the Unit will receive an across-the-board cost-of-living increase of three percent (3.0%).
Effective April 13, 2025, or the first full pay period following Council adoption of this agreement, whichever is later, the Unit will receive an across-the-board equity increase of two percent (2.0%).
In addition, the following equity adjustments will be made effective April 13, 2025, or the first full pay period following Council adoption:
Classification Equity Adjustment
Community Services Section Manager 8.45%
Waste Water Treatment Plant Maintenance Superintendent 2.44% Waste Water Treatment Plant Manager 5.14%
Waste Water Treatment Plant Operations Superintendent 2.44% Waste Water Treatment Plant Shift Supervisor 2.44%
Effective April 12, 2026, the Unit will receive an across the board increase of three percent (3.0%).
Effective April 12, 2026, the Unit will receive an across-the-board equity increase of one percent (1.0%).
Effective April 11, 2027, the Unit will receive an across the board increase of three percent (3.0%).
Docusign Envelope ID: 607B6B7D-D319-45D7-BD36-B3A6AFD3AD12 2 of 2
For the SMMEA: For the City:
___________________________ ___________________________ Kevin Kobayashi Stacey Cue, IEDA
Date: __________ Date:____________
Docusign Envelope ID: 607B6B7D-D319-45D7-BD36-B3A6AFD3AD12 4/2/2025 4/2/2025
C i t y P r o p o s a l # 4 1 o f 3
MEMORANDUM OF UNDERSTANDING NEGOTIATIONS
BETWEEN
SAN MATEO MANAGEMENT ASSOCIATION
AND
THE CITY OF SAN MATEO
CITY PROPOSAL #4
TENTATIVE AGREEMENT
March 28, 2025
MOU SECTION: Section 6 Temporary Upgrade Pay and Work Out of Class Pay
Intent:
Clarify that Temporary Upgrade Pay (TUP) and Work Out of Class (WOC) Pay must be a minimum of one (1) pay period. Update language to ensure compliance with CalPERS and Public Employees’ Retirement Law (PERL).
Clarify the difference between TUP and WOC.
LANGUAGE:
6.0 SPECIAL PAY
6.2 Temporary Upgrade Acting Pay (AP)
In the event a Department Head determines that it is necessary to assign an employee to perform all of the duties of a higher paid classification, he/she the employee shall receive the rate of pay be entitled to payment for the higher classification. If an AP assignment is in a different bargaining unit, the employee will retain the benefits of their actual position.
for the entire duration of the assignment. Such rate of pay shall be at least five percent (5%) higher than the employee's current rate of pay except that if circumstances warrant, the City Manager may authorize a different salary in the established salary range.
In the event the City Manager appoints an employee in a Department Head temporary upgrade AP assignment, the employee shall be paid a salary for the entire duration of the assignment which is the average of the established salary for the Department Head and the employee's current salary, except that if circumstances warrant, the City Manager may authorize a different salary in the established salary range. No additional differential ls shall be paid in addition during such period in a Department Head temporary upgrade AP assignment.
AP assignments shall be no less than one (1) full pay period. An employee working less than one (1) full pay-period may receive differential pay for working out of their existing classification as defined by Section 6.3 Differential Pay.
Except with the approval of the City Manager, a temporary upgrade assignment shall not continue for longer than one year.
In the event that the Department Head or the City Manager decides to assign all the duties of a vacant Department Head or Division Head position to a "Management Team," the cost of C i t y P r o p o s a l # 4 2 o f 3
paying one of the management employees temporary upgrade pay to fill the vacancy will be split between the members of the "Management Team" and be paid as a work out of class differential (not temporary upgrade pay) for the duration of the assignment.
6.2.A. Temporary Upgrade Pay
When an employee is acting or working out of classification due to incumbent’s approved leave of absence, said employee shall receive Temporary Upgrade Pay (TUP). TUP, as defined by California Code of Regulation 571(a)(3), is compensation to employees who are required by their employer or governing board or body to work in a higher upgraded position/classification of limited duration.
TUP assignments shall be no longer than six (6) months in duration, unless an extension has been approved by the City Manager. The total TUP duration with an approved extension shall not exceed one (1) year.
TUP shall be reported to CalPERS as special compensation for classic members.
6.2.B. Work Out of Class
Work Out of Class (WOC) appointments shall only be made for vacant positions during active recruitment. Gov. Code Section 20480 of the Public Employees’ Retirement Law (PERL) defined an “out-of-class appointment” to mean an appointment to an upgraded position or higher classification by an employer or governing board or body in a vacant position for a limited duration. For purposes of this section, a "vacant position" refers to a position that is vacant during active recruitment for a permanent appointment. A vacant position does not refer to a position that is temporarily available due to another employee' s leave of absence (see “Temporary Upgrade Pay” above).
For the purposes of this section, “active recruitment” is defined as the period of time commencing with the execution of the approved recruitment timeline.
WOC assignments shall be no longer than six (6) months in duration per fiscal year.
WOC Acting Pay is reportable to CalPERS as compensation for both classic and PEPRA members.
6.3 Work Out of Class Differential Pay (DP)
If an employee performs a significant portion but not all of the duties of a higher paid classification for a minimum of one (1) shift, the employee may, upon department head approval, qualify for a differential pay (DP) to be determined by duties and level of complexity assigned.
When an employee performs a significant portion but not all of the duties of a higher paid classification, the employee may petition their department head for approval to receive a differential in pay to be determined by duties assigned for this work out of class.